DBS Management Associate Program 2015

Originally Posted by Unregistered

I also thought that it was strange, but then again some companies do ask for comp expectations right at the start of the process. therefore asking for comp expectations isn't indicative of any success.

my reason was the "there're other better candidates, on a holistic level".

Asking comp in btw interviews is fine. Asking comp post final interview and then say thank you isn't very right. Love the word holistic, equivalent to nothing

Originally Posted by Unregistered

cheer up bro, I'm sure there're other better options for us in time to come—hopefully soon! hr didn't even tell me what X and Y are specifically. just that others are better. like huh??!!

but I appreciate that at least they called to ding, and attempted to give some "feedback".

Thanks! Hope you find something better too. Sounds super frustrating!

Yeah at least they said X & Y - but even then, their reasons were so subjective and made me more confused haha.

Originally Posted by Unregistered

Asking comp expectation and then reject afterwards... this is very strange per normal standard, really awkward.

Nonetheless, can someone elaborate what are the kinds of superficial reject reason they provide? Exp not relevant, major/discipline not typical blabla?

My X & Y reasons were:

1. Something along the lines of "not collaborative or relationship-led enough" (??)
2. Didn't display enough of the PRIDE values

Originally Posted by Unregistered

My X & Y reasons were:

1. Something along the lines of "not collaborative or relationship-led enough" (??)
2. Didn't display enough of the PRIDE values

This feedback is really really vague tho, kinda equivalent to "you are a good man"

Originally Posted by Unregistered

My X & Y reasons were:

1. Something along the lines of "not collaborative or relationship-led enough" (??)
2. Didn't display enough of the PRIDE values

That’s quite... BS. If personality fit was an issue to begin with they could have not wasted more of your time. I mean, we had two rounds of personality assessments 🤔

Originally Posted by Unregistered

That’s quite... BS. If personality fit was an issue to begin with they could have not wasted more of your time. I mean, we had two rounds of personality assessments 🤔

Exactly! I'm thinking maybe the panel had a checklist of PRIDE metrics that they score against quantitatively? And I probably scored lower in total than others, so it isn't wrong to say that "there're other better candidates holistically".

I say so because 2 of the 3 good points hr told me that I had came from PRIDE - Relationship-led and Decisiveness.

Originally Posted by Unregistered

That’s quite... BS. If personality fit was an issue to begin with they could have not wasted more of your time. I mean, we had two rounds of personality assessments 🤔

Yeah isn't that what the assessments were for, vetting for fit for the final round?

But agreed, perhaps there was some sort of values scoresheet/metric.

Ah well.

Originally Posted by Unregistered

Exactly! I'm thinking maybe the panel had a checklist of PRIDE metrics that they score against quantitatively? And I probably scored lower in total than others, so it isn't wrong to say that "there're other better candidates holistically".

I say so because 2 of the 3 good points hr told me that I had came from PRIDE - Relationship-led and Decisiveness.

That makes the whole recruitment criteria even more confusing...
So we have candidates from different backgrounds, with different experiences, different levels of seniority, different pay scales and ... they are somehow going to use a common metric to gauge who is a better candidate... and let’s throw PRIDE values into the mixing pot as a final rubric!

I’m so baffled.

Will be interesting to see how they will use PRIDE value for Treasury and Markets candidates. E.g. as a trader, no BS, just execution and positive P&L. Using pride value will be funny tho

Originally Posted by Unregistered

That makes the whole recruitment criteria even more confusing...
So we have candidates from different backgrounds, with different experiences, different levels of seniority, different pay scales and ... they are somehow going to use a common metric to gauge who is a better candidate... and let’s throw PRIDE values into the mixing pot as a final rubric!

I’m so baffled.

I think many companies use some form of standardised assessment/scoring system to avoid being accused of racism/overt biases.

judging from the fact that DBS used standardised tests all the way till the final panel, I wouldn't be surprised that even for the panel they applied the common-metric approach.

what to do, it's an employers market now and we're guinea pigs for this new EMAP program.